Making up additional skills and exaggerating job titles are among the top things Brits lie about on their CVs.

The cost to hire an employee is around £6,000 per new starter, with that money being lost if the new starter has to be let go due to being an incorrect fit. Despite this, over half of
Brits (51%) have admitted to lying on their CV to improve their employment chances.

With more than one in five (22%) Brits looking for a new job in 2024 office furniture supplier,
Furniture
At Work worked with People & Talent Advisor, Matt Berry-Hewitt, to reveal the 5 most common things people lie about on their CV’s.

1. Over exaggerating skill sets

Three in five Brits (60%) reveal they often increase their skills in software programmes such as Excel or claiming they are more diverse in a foreign language than they really are.

Lying about your skills might not seem like a big deal, but if the skill is central to the job, it’s become apparent once you start the role. Utilise your existing skills and tailor them
to how they can benefit the role you are applying for.

Matt stated: “Overegg your skills on your CV and you will get caught out, especially for tech roles and specialist roles. If you don’t have the skills, don’t say you do”.

2. Working at a company longer than they did

Half of Brits (50%) have admitted to lying about their dates of employment and extending them to cover up any gaps within their employment history.

It understandable that job applicants may be concerned about gaps in their employment history, however these can be explained during the interview should they be asked, and it doesn’t
necessarily put off employers.

Matt revealed: “Don’t lie about gaps because if they are any recent references needed, this will sure as hell pick them up.”

3. Changing job titles

A fourth of people (41%) have exaggerated their job title to make themselves look more senior and manage more responsibilities.

If hired to do a role more senior than you currently do, your new colleagues are likely to spot you don’t have all the skills or experience you claim to have, and this is a case for dismissal
within your probatory period.

Matt shared how small changes can work, but you need to back it up: “It’s understandable some job titles might be amended on CVs but don’t overcook it. If you’re currently a Client Account
Manager small tweaks to Business Account Manager or just Account Manager are fine, but don’t upskill yourself to Account Director as you’ll be asked account director questions in an interview, and it’ll catch you out if you’ve not got examples and skillsets
to back up the CV.”

4. Claiming to have a degree

Two in five (39%) Brits have admitted to lying about gaining a degree
from a prestigious university they didn’t go to.

Some roles don’t require experience at degree level but for ones that do, questions during an interview would highlight you don’t have degree level knowledge within the sector.

Matt revealed how education isn’t the most important thing for recruiters: “What’s to gain from lying about a degree? I couldn’t care less if you went to Oxbridge or didn’t go at all.
When vetting candidates for roles I don’t look at your education first, I look at your experience and skillset.”

5. Fabricating personal interests/hobbies

Over a quarter (29%) of Brits fabricate personal interest and hobbies to make themselves look more interesting.

Employers ask about your personal hobbies to gain an understanding of your personality which could translate into the role you are applying for. This helps to ensure that you are the right
fit for the company.

Matt commented: “There is nothing to gain by fabricating your interests or hobbies to potential employers and although it seems harmless, it may get frustrating if new colleagues are asking
about hobbies, you don’t really have.”

Matt Berry-Hewitt, continued: “I think we can all be guilty of fluffing ourselves up a little to be more attractive to prospective employers, but you can often tell when a candidate is
lying about experience or situational questions.

“The best analogy I have for a recruitment process is Hansel and Gretel. I’ll put down as many breadcrumbs as possible to guide candidates during an interview and get the best out of them,
but if they’ve lied, they can’t follow them, they’ll get lost and trip up.”